Creating an Assessment Strategy that Aligns with Company Culture and Goals
Jan. 6, 2020
A number of tools are available for organizations, supporting their talent acquisition process from onboarding to succession planning, and everything in between. However, without an assessment strategy that has clear measurable factors, businesses aren’t using these tools to their full potential. Even more importantly, they aren’t putting an infrastructure in place that can scale with their growth needs.
An assessment strategy is at the core of your company’s ability to hire, onboard, train and retain quality talent for your organization. A strong assessment strategy starts with an understanding of why you use evaluation in the talent management process and in what ways it aligns with your established business goals and purpose. You should match your assessment process to the culture established by company leadership.
Even so, a good assessment strategy should, first and foremost, focus on resilience in the face of change. That’s why our approach at the Lynch Law Firm is a multi-phasic one, helping companies grow and evolve by focusing on the values at the core of the business while implementing tried and true change management approaches.
Phase 1: Design Assessment Strategy
In this phase, we will interview key stakeholders to determine culture and values, aligning those with assessment purposes. We will consider challenges brought to the table by stakeholders and determine the best assessment strategy in which to overcome them.
Because assessment is an interdepartmental process, during this phase we will create an outline of what the assessment process looks like across all departments. Using the voice of stakeholders, we will design a comprehensive assessment strategy.
Phase 2: Propose Assessment Solutions
With the design-build started, we will look at existing technology solutions to support your assessment needs. During this tools and research selection process, we will define best practices and solidify the overall plan.
Phase 3: Integration
Before the plan can be fully deployed, integration must occur. This includes integrating technology with existing systems and infrastructure, as well as integrating new assessment best practices into the existing talent management processes in place.
Phase 4: Solidify Implementation Plan
With everything considered and groundwork laid for integration, it’s time to put the finishing touches on the plan and consider how to best initiate it into the organization. This starts with a transition plan, a written logistical playbook outlining the upcoming implementation.
During this phase, it’s critical to consider what business intelligence tools need to be adopted or adapted to measure the value an assessment offers the organization when it comes to hiring and retaining top-notch talent. It’s essential your assessments are supported by tools that measure performance from day one.
Reinforcement Step: Training
Lastly, consider training. Lynch Law will help you create an assessment training program that aligns all employees involved with assessments to the company culture and mission.
At Lynch Law, we believe in helping businesses lead with an assessment strategy that has a clear point of view that reflects the company’s objectives and values. With decades of experience in talent management strategy, change management and assessments, our cross disciplinary team will ensure your ultimate success by aligning your talent acquisition strategy with your mission and long-term goals. Contact Lynch Law today.